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Hiring & Retention Working Group

Advisory Group

We recognize that the changes we are recommending are substantial, and that some of these have financial as well as structural implications. We therefore recommend that an Advisory Group be appointed to assist with the implementation of these proposals. The role of the committee would be to meet with the directors of IDE and HR as well as of the new Ombuds office, to discuss details of the changes, and to oversee any transitional issues. Since the members of this Working Group are intimately familiar with both the recommendations and with the reasoning behind their adoption, we strongly suggest that a subset of the Working Group be involved with this advisory role.

We encourage establishing target dates for implementing the key recommendations. Finally, we suggest evaluating the changes three years after implementation to see whether any adjustments are necessary and whether there is a need for continuation of the Advisory Group. We recommend that the evaluation consider some of the key issues raised here, including: (1) a review of whether the new system has improved our successes in achieving our diversity goals; (2) consideration of how the timeline of the search process has changed; (3) a review of the number of expedited searches and their outcomes, with particular attention to whether these searches have had an impact on diversity goals, retention (including any impact on perceptions of potential for personal advancement as well as partner hiring/retention), and so on; (4) evaluation of those searches in which a search committee was not used and their outcomes; (5) the overall functioning of the Ombuds Office (how HR and IDE interact with it, whether grievances are being resolved more or less quickly, with greater or less satisfaction, etc.).

The Provost’s Office in consultation with the Advisory Group Chair, and the heads of HR, IDE and the Ombuds office would ultimately make such determination.

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Last updated: 01/31/07